Inclusion Policy
COMMUNITY GAMES
INCLUSION POLICY (Anti-Racism Code of Practice)
All policies are to be read in conjunction with the Community Games Code of Conduct.
All policies belong to the members of Community Games. Every member agrees to abide by the rules
and policies set out by Community Games.
POLICY STATEMENT
The Community Games is committed to promoting inclusion throughout the organisation for all
members*. The Community Games undertakes its responsibility to comply with equality legislation. As
such it is committed to ensure that no person is treated less favourably than another on grounds of:
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Gender
Marital status
Family status
Sexual orientation
Religion
Age
Disability
Race
Membership of the Traveller Community
(See Appendix 2 for definitions)
Community Games is committed to ensure that it fulfil its legal obligation under the existing equality
legislation.
Community Games promotes equality of opportunity in all Community Games’ activities in order to
foster a genuine culture of inclusion and equality.
Community Games seeks to actively demonstrate its celebration of diversity and its commitment to
equality by placing these principles central to all policies, processes and procedures of the organisation.
AIMS OF THIS POLICY
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To provide freedom of access to sporting and cultural activities, regardless of a person’s ability,
sexual orientation, religion or ethnic background
To ensure that inclusion is reflected in all other Community Games policies, documents,
practices and procedures
To continue to raise awareness of and deal with issues related to racism, discrimination and
homophobia
To ensure that all members of the Community Games, who feel that they have been unfairly
treated because of their, gender, marital status, family status, sexual orientation, religion, age,
disability, ethnic origin or membership of the Traveller Community, have their voice heard.
This policy must be read in conjunction with the Complaints and Disciplinary Policy.
Inclusion Policy
RESPONSIBILITIES
Individual employees and volunteers acting on behalf of the Community Games have responsibilities to
assist in the prevention of unfair discrimination.
Area and County Committees will:
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Ensure that ALL volunteers are aware of the policy and their role in its implementation
Ensure that activities and events are inclusive and that no child is refused participation based on
any of the nine grounds named in the Employment Equality and Equal Status Acts (appendix 2)
Inform the Chairperson, Children’s Officer, Designated Liaison Person or National Children’s
Officer as appropriate of any such incidents
Report to the Children’s Officer at the appropriate level, i.e. Area, County or National
Keep written records of such incidents
Deal with allegations of discrimination made against any member of Community Games, in line
with the Community Games Code of Conduct and the Community Games Complaints and
Disciplinary Policy
Deal with allegations of discrimination made by any member of Community Games, in line with
the Community Games Code of Conduct and the Community Games Complaints and Disciplinary
Policy
Inform an Garda Siochána/PSNI, if applicable.
The Chief Executive Officer will:
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Ensure that staff is provided with information on inclusion and where necessary provisions
made for training
Ensure that staff is provided with a copy of this policy
Deal with allegations of discrimination made against any member of Community Games, in line
with the Community Games Code of Conduct and the Community Games Complaints and
Disciplinary Policy
Deal with allegations of discrimination made by any member of Community Games, in line with
the Community Games Code of Conduct and the Community Games Complaints and Disciplinary
Policy
Inform an Garda Siochána/PSNI, if applicable.
DEALING WITH AN INCIDENT OF DISCRIMINATION
In dealing with any incident, the safety and welfare of the individual(s) involved shall be a priority.
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Take time to listen and assess before responding
Treat individual(s) with respect and dignity
Complete an Incident Report form (appendix 1), detailing facts only
All information regarding incidents whether suspected or confirmed shall be handled in the
strictest confidence. All written records are to be kept by the appropriate person (appendix 3)
This policy must be read in conjunction with the Complaints and Disciplinary Policy.
Inclusion Policy
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Incidents involving a young person shall be reported to the parent/guardian and information on
support services to be made available by the Chairperson or the Children’s Officer (appendix 3).
Community Games
Anti-Racism Code of Practice
The Community Games understands that racism is a particular form of exclusion faced by minority
ethnic groups. It is based on the false belief that some ‘races’ are inherently superior to others because
of skin colour, nationality, ethnic or cultural background. Racism denies people their basic human rights,
dignity, equality and respect.
The Community Games is committed to the Anti-Racism code of practice because:
 Racism is a problem in Irish society and we are challenged to demonstrate an intolerance of it
 Our community is multi-ethnic and multi-cultural. Cultural differences challenge us to do things
differently to create positive outcomes for all
 There is potential for racism in our own organisation and we seek to do what we can to prevent
this from finding fertile ground
 We are actively committed to advancing the objectives and the expected outcomes of the
government’s plans to support inclusion and integration
 We are fully committed to adhering to the Employment Equality and Equal Status Acts (see
Appendix 2) to advancing equality at all levels.
The Community Games commits itself:
To promote awareness of racism through:
 Communicating the anti-racist ethos of our organisation in the mission statement, strategic plans,
job descriptions, staff induction manual, organisation's reports, publications, newsletters etc., in
the symbols and images we use and in the messages we communicate.
 On-going examination of our own ethos so that anti-racism is central to our mission and the
assumptions that underlie our work are proofed against racism.
 On-going awareness-raising and training on racism and anti-racist practice for our management,
staff and volunteers and in our inter-project and partnership working arrangements.
 Acknowledging the particular oppression of women and girls from black and minority ethnic
groups.
To ensure our decision-making procedures are anti-racist through:
 The participation of minority ethnic members of our community including Travellers, in our
decision-making structures and the provision of capacity-building supports and mechanisms to
ensure this participation is effective.
 Networking with organisations articulating the interests of minority ethnic communities, including
Travellers to secure their input to key decisions and plans
This policy must be read in conjunction with the Complaints and Disciplinary Policy.
Inclusion Policy
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Assessing all key decisions for their impact on racism and their contribution to positive outcomes
for minority ethnic members of the community including Travellers
Making anti-racism actions a dimension of all our plans.
To pursue our role as employer in an anti-racist manner through:
 The manner in which jobs are advertised
 The person specification prepared for jobs
 Recruitment and interviewing practices
 Providing opportunities for members of minority ethnic groups to participate in work experience
To promote anti-racism and inter-culturalism in the materials we produce through:
 Ensuring materials produced and published are attractive and accessible to minority ethnic
members of the community including members of the Traveller community
 Developing materials that promote the organisation in a manner that captures our anti-racist
commitment.
To develop intercultural approaches to our actions and service provision through:
 Gathering information on the needs and aspirations of minority ethnic members of the
community including members of the Traveller community
 Challenging incidents of racism as they arise within our organisation
 Designing actions and services specific to minority ethnic members of the community, including
members of the Traveller community, where this will enhance access to and outcomes from our
work for these groups or where this will address culturally specific needs and a history of
discrimination.
To develop relationships with minority ethnic communities, including Travellers through:
 Continuing to network and develop partnerships with these organisations in developing our plans
 Availing of these organisations as sources of information
 Including these organisations on our mailing lists
 Resourcing these organisations where appropriate.
To take action in solidarity with minority ethnic communities, including Travellers through:
 Supporting campaigns pursued by these communities and taking up their issues in our
campaigns
 Raising these issues in the various fora where we are involved
 Advocating anti-racist practice within local and national institutions.
IMPLEMENTING THIS CODE OF PRACTICE
Staff and management will take responsibility for ensuring information flows to maintain our capacity to
implement this code and will take part in anti-racism training when necessary.
This policy must be read in conjunction with the Complaints and Disciplinary Policy.
Inclusion Policy
Incidents of racism will be challenged and dealt with in accordance with the Community Games
Complaints and Disciplinary Policy.
COMMUNICATION OF THIS POLICY
This policy is available for download at www.communitygames.ie.
The Area/County Children’s Officer, as appropriate, shall inform children, adults, parents and volunteers
of the Community Games Inclusion Policy. The CEO shall inform staff of the Community Games Inclusion
Policy.
MONITORING AND EVALUATING
This policy will be reviewed annually by the Chief Executive Officer by the 1st February of each year.
This policy must be read in conjunction with the Complaints and Disciplinary Policy.
Inclusion Policy
Appendix 1
Community Games
Incident Reporting Form (including
complaints)
This policy must be read in conjunction with the Complaints and Disciplinary Policy.
Inclusion Policy
Community Games
Incident Reporting Form (including complaints)
Area: ____________________________________
County: _____________________________
Did this incident take place at an Area, County, Provincial or National event (circle one)?
Name event (e.g. National Festival, County Athletics Day): __________________________________
Date of Incident: ______/______/______
Was this a recurring incident?: Yes
Time of Incident: _______________
No
If yes, give detail (how often, dates, period of time): _______________________________________
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Nature of the incident:
Racist comment or cultural disrespect
Verbal abuse/Name calling
Sexual/Physical abuse
Incident involving Substance misuse
Accident involving misuse of equipment or amenities
Accident due to faulty equipment
Accident other
Hostility
Other: _______________________________________________________________________________
Description of Incident: What was seen? What was said? Who was involved? Location of Incident.
FACTS ONLY!!
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This policy must be read in conjunction with the Complaints and Disciplinary Policy.
Inclusion Policy
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Was the incident reported to an Garda Siochána? YES
NO
Was the incident reported to another statutory authority? YES
NO
If yes, which one? ______________________________________________________________________
Who has been informed?
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What action has been taken?
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Witness’ signature
Date: _____/_____/_____
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Secretary’s signature (as appropriate)
Date: _____/_____/_____
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Chairperson’s/Children’s Officer signature
(as appropriate)
Date: _____/_____/_____
This policy must be read in conjunction with the Complaints and Disciplinary Policy.
Inclusion Policy
Appendix 2
Employment Equality and Equal Status
Acts
This policy must be read in conjunction with the Complaints and Disciplinary Policy.
Inclusion Policy
The Employment Equality and Equal Status Acts prohibit discrimination on the following nine grounds:
1. Gender (a man, woman, or a transsexual person)
2. Marital status (single, married, separated, divorced or widowed)
3. Family status (pregnant, a parent of a person under 18 years or the resident primary carer
or parent of a person with a disability)
4. Sexual orientation (homosexual, bisexual or heterosexual)
5. Religion (different religious belief, background, outlook)
6. Age (this only applies in relation to persons above the maximum age at which a person is
statutorily obliged to attend school)
7. Disability (this is broadly defined including people with physical, intellectual, learning,
cognitive or emotional disabilities and a range of medical conditions)
8. Race (skin colour, national origin or ethnicity)
9. Membership of the Traveller Community (people who are commonly called Travellers, who
are identified both by Travellers and others as people with a shared history, culture and
traditions, identified historically as a nomadic way of life on the island of Ireland.
Please see the following websites for more information on the above:
www.equality.ie
www.justice.ie
www.integration.ie
Please also see ‘Community Games Useful Terminology’ booklet.
This policy must be read in conjunction with the Complaints and Disciplinary Policy.
Inclusion Policy
Appendix 3
Guidelines on Record Keeping
This policy must be read in conjunction with the Complaints and Disciplinary Policy.
Inclusion Policy
Guidelines on Record Keeping
All incidents must be recorded, signed and dated.
The written record is to be held by the following person:
Incident
occurring at:
Involving a
Young person
Area Event
Area Chairperson/ Area
Children’s Officer
County or Provincial
Event
County Chairperson/
County Children’s Officer
Involving an
Adult
Area Chairperson
County Chairperson
National Event
National Headquarters
and/or National Children’s
Officer
National Headquarters
Where an incident requires the intervention of an Garda Siochana or the PSNI, the National Children’s
Officer and/or the Chief Executive Officer must be sent a copy of the report.
This policy must be read in conjunction with the Complaints and Disciplinary Policy.